Creating an investigation plan for an appointed grievance investigation manager can provide them with a structured approach to follow when conducting their investigation.
Appointment of investigation manager
Where an employee has raised a grievance, you’ll need to appoint an investigation manager to investigate it. Who you appoint as the investigation manager may depend on the seriousness or complexity of the issues. For more serious or complex matters, you should appoint someone with a sufficient level of seniority, experience and training. In more simple cases, it can be a line manager who isn’t personally involved in the issues being investigated. Do first check though that they’re going to be available during the proposed timeframe for the investigation. Also, give them adequate time away from their normal job duties so as to ensure that they do a thorough investigation job.
Investigation plan
Using our Grievance Investigation Plan can help the investigation manager focus on what facts need to be established and what evidence needs to be collected. It can also ensure that the investigation is completed within the provisional timescale set. Our plan comprises a series of boxes to be completed, covering such matters as:
We’ve also included two boxes enabling deadline dates to be set for completion of the interviews and for collection of any other evidence. The investigation manager should be prepared to modify their plan (including the provisional timescale) as and when further possible sources of evidence come to light that may be relevant to the investigation. If there are going to be any delays though, make sure the employee who raised the grievance is kept informed.